Three tips to prevent poor performers entering your workplace
Are you as an employer sick and tired of poor performers in the workplace? I'm sure you are! After all, it's not just about the mistakes and poor quality work poor performers produce, but it's about all the time you have to give up when dealing with them.
But you really don't have to go through all this in your workplace. All you need to do is prevent poor performers from entering your workplace in the first place. And there are three tips to help you do just that.
Keep reading to find out what they are...
Get rid of your poor performer without landing at the CCMA!
You can't afford to have poor performers in your company. But you also can't afford to be taken to the cleaners at the CCMA for dismissing incorrectly!
Find out how you to LEGALLY get rid of poor performers here.
The Three tips to prevent poor performers from entering your workplace are…
: Develop and communicate job profiles to applicants
Job profiles should highlight the following five points…
· The purpose of the job;
· The key job responsibilities;
· Key relationships the applicant needs to build and maintain;
· Competencies required to perform the job; and
· Minimum experience and qualifications required to perform adequately in the job.
TIP#2: Review your recruitment practices
Continuously review and, if necessary, adapt your recruitment process in order to reduce the chances of poor performers entering your workplace.
Carry out reference checks to determine whether or not the applicant had issues of poor performance at their previous jobs.
Past behaviour can be an indicator of future behaviour.
Also, use competency-based interviews and assessments for applicants.
TIP#3: Link the applicant to your organisational culture
Don't just look for an applicant who fits the job, but for one who fits your company's organisational culture.
This will ensure that they'll be dedicated to your company and its vision, which in turn can ensure good performance. After all, you want an employee who believes in what you do, not one who sees the position as just another job.
*Do you want to learn more tips to prevent poor performers from entering your workplace? Then page over to Chapter P 04
in your Practical Guide to Human Resources Management
handbook, or click here
to order your copy today.
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